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Recent Trends in International Assessment

Recent Trends in International Assessment PROFESSIONAL FORUM: Recent Trends in International Assessment Sara McCulloch What are the main trends worldwide? bjective assessment has long been recognized as one of the key ways of reducing selection errors, helping to recruit more efficient staff, improving productivity and thus boosting profitability. Taking a global perspective, the trans-nationalization of businesses, the increasing sophistication of communication technologies worldwide and the growing numbers of 'International Managers' are changing the profile of the knowledge, skills and abilities required for effective managerial performance. In turn, rather than maintaining locai, fragmented policies, International Human Resources Managers are rapidly trying to establish best practice throughout their organizations. Consequently, the service providers are also having to be proactive to anticipate the likely impact these changes will have on local markets and ensure that quality is standardized internationally. large UK companies in 1 9 (a replication of 91 Mabey 1989) supports the reported level of usage of both of these methods. According to these studies, between 57% and 71% of large firms in the UK use personality questiannaires, and between 63% and 68% use cognitive tests during management recruitment. This is considerably higher than the 13% and 1 % 'maximum possible usage' which could 1 http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Selection and Assessment Wiley

Recent Trends in International Assessment

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Publisher
Wiley
Copyright
Copyright © 1993 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0965-075X
eISSN
1468-2389
DOI
10.1111/j.1468-2389.1993.tb00084.x
Publisher site
See Article on Publisher Site

Abstract

PROFESSIONAL FORUM: Recent Trends in International Assessment Sara McCulloch What are the main trends worldwide? bjective assessment has long been recognized as one of the key ways of reducing selection errors, helping to recruit more efficient staff, improving productivity and thus boosting profitability. Taking a global perspective, the trans-nationalization of businesses, the increasing sophistication of communication technologies worldwide and the growing numbers of 'International Managers' are changing the profile of the knowledge, skills and abilities required for effective managerial performance. In turn, rather than maintaining locai, fragmented policies, International Human Resources Managers are rapidly trying to establish best practice throughout their organizations. Consequently, the service providers are also having to be proactive to anticipate the likely impact these changes will have on local markets and ensure that quality is standardized internationally. large UK companies in 1 9 (a replication of 91 Mabey 1989) supports the reported level of usage of both of these methods. According to these studies, between 57% and 71% of large firms in the UK use personality questiannaires, and between 63% and 68% use cognitive tests during management recruitment. This is considerably higher than the 13% and 1 % 'maximum possible usage' which could 1

Journal

International Journal of Selection and AssessmentWiley

Published: Jan 1, 1993

References